Coaching the Workforce through a Business Evolution

September 18-20, 2017|Chicago, IL

2017 Learning and Leadership Development Conference

We ask a lot from our leaders. Because most are promoted based on their achievements, seniority, or desire to advance in the organization, often there is little consideration given for their competencies in leadership skills and managing people. Effective leaders are no longer the “smartest people in the room” but are those who drive collaboration, coordinate workflows, and motivate the smartest people to their full potential.

Learning design and real-time access to information has never been more important in driving the organization forward. Curating relevant and timely information in combination with effective leadership coaching provides a solid basis for any organization to become agile and ready for a changeable marketplace.

This specialized conference will address the challenges of change, shifting culture, content curation and new leadership criteria and development — the critical parts every organization needs to compete in today’s marketplace.

Organizations are concerned about their leadership bench strength. 85% agree that there is an urgent need to accelerate the development of their leaders. Yet, less than half of respondents report that their companies have a formal process for developing high-potential employees. Get started at HCI's Learning & Leadership Development Conference.

Location & Venue

Call 1-877-303-0104 and reference the HCI Learning and Leadership Development Conference to take advantage of the room block rate of $274. Don't wait, the offer expires August 28, 2017. Click here to book your room now!

Sessions

Flourish or Flop: The Five Practices of Particularly Resilient People

“Nothing ever goes away until it teaches us what we need to know.” – Pema Chodron

In the face of adversity, why do some people flourish, while others fold? The essential condition required to live a flourishing life is not found in the absence of adversity, but rather in a person’s response to difficulty.

Here’s what resilience is NOT:

Merely bouncing back, resilience is dramatically more than elasticity.

A mentality of “this too shall pass.” As Andy Warhol said, “Time changes things, but you have to change them yourself.”

Adversity is a trip we take. Resilience paves the road. Resilience is, as Rumi said, “the business of being human,” the willingness to endure hardship, and, as a result, to allow ourselves be fundamentally and forever changed. In return for our effort, we receive gifts of enhanced confidence, strength, wisdom, and compassion.

After working with hundreds of extraordinary leaders, five core practices of particularly resilient people have emerged. Now it has a name: Adversity Quotient (AQ): The inability to be deterred by failure. Perhaps it’s not IQ or EQ, but the ability to persevere, despite the odds, to acknowledge fear, setbacks, and failure, and forge onward is the stuff of true success. In this keynote address, we will share all five practices (Vulnerability, Productive Perseverance, Connection, Grati-osity, and Possibility) including new ways to re-think high potential leadership competencies as well as our own.

“There is only one road to true human greatness: the road through suffering.” Albert Einstein

You will learn:

The five practices of particularly resilient people

How best to develop leadership (your own and others’) resilience

How to create a culture of resilience in your organization

Keynote

Learning to Change: Strategies to Successfully Lead Change and Build a Better Culture

Organizations of all shapes and sizes are feeling the pressure to find new ways to proactively lead change and to develop agile leaders and culture. Yet, the research continues to show that 70% of change initiatives fail. And, many of the leaders inside these organizations are struggling to find a solution to break the “change failure cycle” and build a meaningful culture. Despite this urgent need for leadership development as part of the solution, less than half of the organizations that acknowledge this need actually have a formal process for developing high-potential talent. As a result, leaders are not equipped with the mindset and skills they need to successfully lead change and transform the culture – for the better.

In this dynamic keynote, you’ll hear about how three organizations invested in their leaders during a time of significant change and strategically combined leadership development with cultural transformation in order to produce meaningful and lasting results. As part of the session, you’ll understand the tactics they used to break the “change failure cycle” and how to apply them to your organization.

You will learn how to:

Contribute bottom-line value to your organization by understanding how to assess and enhance your approach to developing change leadership capacity.

Coach executives and managers of high potential talent to adopt a common language and process that engages for change up, down, and across the organization.

Move beyond supporting the business strategy to driving the business strategy and molding an agile, innovative culture and agile, innovative leaders.

Keynote

Rebel Talent: Let Your Employees Rebel

In this session, Harvard Business School Professor Francesca Gino will discuss her provocative new research on constructive non-conformity in the workplace – how letting employees break the rules and be themselves is the key to fixing the employee engagement crisis. Professor Gino will share the research and inspiring stories of global organizations that have built energized workforces and increased business performance with effective approaches that deviate from tradition, business norms, and the status quo – the usual ways of thinking and doing.

You will learn:

Why conformity exists in organizations and how to identify the traditional norms and behaviors that hurt business performance.

Key strategies leaders can apply to strike the right balance between conformity and nonconformity and constructively deviate from traditional ways for positive business impact.

Effective approaches leaders can take to support nonconformist behavior that enables employees to do their best work for the benefit of the organization.

*Attendees will receive a complimentary copy of Rebel Talent, the preeminent article that launched Harvard Business Review’s “Big Idea” series.

Unlike physical goods, the trade of information requires a level of human interpretation to translate, analyze, and apply the data.

Make the Case to Attend the 2017 Learning and Leadership Development Conference

Make plans now to attend HCI's 2017 Learning and Leadership Development Conference in Chicago.

Who Should Attend?

The conference is designed for HR professionals involved in organizational development and effectiveness, coaching, executive education, training and leadership development, and change management. Sample titles include:

Chief Learning Officers

CHRO/Chief People Officers

VP, Director of HR

HR/Talent Business Partners

Learning Designers and Strategists

Coaching Leaders

HR Specialist, Learning & Development

Field HR Manager

Why Should You Attend?

Unless your current learning and leadership programs are directly tied to solving current business challenges, you may be doing more harm than good. Research has shown that high potential programs that consistently keep leaders away in classrooms or create projects that are unrelated to current business challenges significantly reduces short term performance, program engagement/retention, and provides no long term benefit.

HCI believes leadership development and learning programs must now be dynamic in their approach to nimbly shift direction, and manage the constant change that directly impacts strategic business challenges. This specialized conference will address the critical parts every organization needs to compete in today’s marketplace:

What You'll Learn

Coaching and developing leaders - coaching millennial and new gen leaders; newest coaching trends; building a deep talent bench; identifying high potentials that have collaborative people skills

Managing change and culture - hiring the qualities that drive the culture you want; developing managers to focus on flexibility and changing goals; performance conversations; the most effective way to shift culture and facilitate change

Keep Me Updated

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